Career Success Coach

Responsibilities

• Support employed alumni in staying employed and growing — with advancement understood broadly, including but not limited to promotion.
• Maintain coaching relationships with employed alumni focused on 1-year retention and advancement, including but not limited to promotion.
• Bring a grounded perspective on what it takes to succeed in the early months of a first tech job, informed by Marcy's institutional knowledge of how alumni tend to navigate that period.
• Engage regularly with the Partnerships team to incorporate real-time feedback from employer partners and prior program knowledge of individual alumni into coaching.
• Check in on factors that could shift an alumnus's standing — manager relationship health, workplace fit, engagement — and flag risk early.
• Coach through workplace challenges as they arise, rather than only at scheduled intervals.

Job Search & Placement Coaching

• Coach alumni and, capacity-permitting, Fellows nearing graduation through the job search process — building interview presence, professional conduct, and the confidence to navigate hiring and setbacks.
• Maintain an active caseload of active job seekers, prioritizing those approaching or in employer referral cycles.
• Conduct mock behavioral interviews, coaching toward research and preparation, strong storytelling, clarity, reflection, and professional presence, and confirm readiness through structured review with program leadership.
• Observe and document professional conduct — reliability, responsiveness, and communication across Slack, meetings, and email — and factor that into readiness assessments alongside program leadership.
• Coach toward stronger self-awareness of strengths, growth areas, and value proposition enabling development and increased confidence over time.
• Extend job-search-readiness coaching to Fellows nearing graduation when caseload capacity allows, in coordination with whoever owns Fellowship coaching resources.

Professional Brand & Portfolio Readiness

• Push alumni and Fellows toward a market-ready professional brand — resume, LinkedIn, and technical portfolio.
• Coach resumes to a strategically formatted, impact-focused, and role-tailored standard that passes employer screening.
• Coach LinkedIn profiles to be complete, discoverable, and aligned with target roles and strengths.
• Track completion of GitHub profiles and public-facing portfolio artifacts (e.g., dashboards, applications, case studies), coordinating review by program leadership or industry professionals where technical assessment is needed.
• Confirm readiness on brand deliverables through structured review with program leadership.

Cross-Functional Alignment

• Stay current on program context and alumni/Fellow status by meeting regularly with the people closest to that information — so coaching reflects what's actually happening on the ground, not stale context.
• Meet regularly with Program Directors to stay current on program design, sequencing, and cohort-level context relevant to coaching.
• Meet regularly with the Partner Success Director to stay current on employer partner expectations, open roles, and referral cycle timing.

Documentation, Communication & Systems

• Keep coaching activity visible and trackable so it strengthens — rather than sits outside — Marcy's broader data and program infrastructure.
• Log comprehensive session notes and feedback in the designated tracking system within 24 hours of each session.
• Send confirmation and reminder communications (email and Slack) ahead of every scheduled session.
• Follow up with no-shows within 5 minutes of the scheduled start time.

Who You Are:

• Embody Marcy's Pillars of Character in everything from a mock interview debrief to a hard conversation about a job that isn't working out.
• Ingenious Curiosity 🧠 — bring genuine curiosity to every person you coach — no two job searches or career paths look the same, and you enjoy figuring out what actually works for the person in front of you rather than running a script.
• Collective Responsibility 🌎 — care deeply about the communities we serve and understand the stakes of helping someone land — and keep — a life-changing first tech role. You take pride in being part of that outcome.
• Unafraid Adaptability 🧘🏿‍♂️ — coach across contexts comfortably — a Fellow who's never interviewed before, an alumnus three years into their career facing a tough manager conversation, a job search that's stalled and needs a new strategy. You adjust your approach to the person, not the other way around.
• Bold Ambition 🧗🏾‍♀️ — push the people you coach to aim higher than they might on their own — because you know what's possible and you're not willing to let them settle short of it.
• Tough Love ❤️ — hold the people you coach to a high bar, even when it's uncomfortable, because you're genuinely invested in where they can go.

Qualifications

• Have real experience coaching people across different contexts and backgrounds — not just one population or one type of career stage — with particular strength coaching people from non-traditional backgrounds into competitive industries.
• Have workforce or career coaching experience specifically focused on helping people get jobs — behavioral interview prep, job search strategy, and placement — not just general life or executive coaching.
• Coach with clear, repeatable systems — structured session formats, defined readiness criteria, consistent documentation — rather than an entirely intuition-driven approach.
• Be an excellent communicator who gives direct, specific, and actionable feedback, and who coaches others to communicate that way too.
• Be comfortable holding both the job-search coaching and the "what happens after you get the job" coaching — retention, advancement, and navigating early workplace challenges.
• Have a bold commitment to equity and uplifting Black and brown communities, and be comfortable regularly discussing race, class, gender, sexuality, and other identities as they intersect with career navigation.